Common use of HOURS OF WORK & OVERTIME Clause in Contracts

HOURS OF WORK & OVERTIME. Section 1. This Article is intended only to provide a basis for the calculation of overtime and none of its provisions shall be construed as a guarantee of any minimum or maximum hours of work or weeks of work to any employee or to any group of employees. Section 2. Time worked for the purpose of this Agreement is all hours actually worked and paid leave, excluding paid time used for sick leave purposes and unscheduled comp time leave. Section 3. Eligible employees, as defined by FLSA, shall be compensated at the rate of time and one-half (1-1/2) in the form of pay or compensatory time off for authorized overtime worked in excess of eight (8) and/or alternate scheduled hours in a day or forty (40) hours in any one (1) workweek. Election of pay or compensatory time off must be declared by the employee when notified of having to work overtime. No application of this Article shall be interpreted to provide for compensation for overtime at a rate exceeding time and one-half (1-1/2). When called back to work on a regularly scheduled day off, an eligible employee will be paid a minimum of the equivalent of two (2) hours at the overtime rate of pay (cash or compensatory time at the employee’s option) computed from when the employee actually begins work. After two (2) hours of work in each such call back instance, the employee shall be compensated at the appropriate rate of pay for time worked. Employees will be given the opportunity to provide input to management when notified that management is adjusting their work schedules within the same workweek for the purpose of leveling the workweek not to exceed forty (40) hours and avoid overtime liability. Such input does not abridge management’s right to adjust work schedules. Section 4. The OSFM shall give reasonable notice of any overtime to be worked. Overtime worked will be subject to prior authorization. Prior authorization shall be granted on a case-by-case basis. Section 5. An employee may accrue up to one hundred (100) hours of compensatory time off. At the discretion of the OSFM, accrual above one hundred (100) hours may be paid to the employee or, subject to operating requirements of the OSFM, scheduled off with mutual agreement of the supervisor and the employee, within thirty (30) days of the excess accrual or permitted to remain on the OSFM's official payroll records for a longer period of time and subject to immediate payoff. Section 6. Subject to the operating requirements of the OSFM and in advance of the requested time off, an employee shall have his/her choice of scheduling compensatory time off on a first-come, first-served basis. If two (2) or more employees under the same supervisor request the same period of time off on the same day and this conflicts with operating requirements, the employee having the greatest seniority with the Agency shall be granted the time off if the matter cannot be resolved by agreement between the employees concerned. However, an employee shall not be given this length of service consideration more than once in every two (2) years. Compensatory time may be taken in time increments of less than eight (8) hours. Section 7. Employees may request to work an alternate schedule verbally or in writing. Subject to the operating needs of the Agency, the Agency may grant or deny the request for an alternate schedule, in the same method received. Denial by the employee’s immediate supervisor may be appealed by the employee within three (3) work days of receipt of the denial to the next appropriate supervisory level(s). If denial is affirmed, the employee and his/her representative may appeal to the State Fire Marshal within three (3) work days of receipt of the denial for a final decision. Section 8. Sections 1-6 of this Article do not apply to employees exempt from FLSA. Exempt employees shall have a professional workweek that is consistent with the law and the collective bargaining agreement. Section 9. When the employee is required by the agency to travel, the actual travel time shall be considered time worked. Where required travel is outside an employee’s regular work hours (excluding normal commuting time), the employer may temporarily modify the employee’s weekly schedule without daily overtime or schedule change penalty. Where such schedule modification still results in the need for additional work hours, the employee shall be paid the appropriate rate of pay for all time worked over forty hours in that workweek.

HOURS OF WORK & OVERTIME. Section 1The normal work day is hours and the normal work week is hours. This Article Extended shifts are permitted in so far as they conform with the Ontario Employment Standards Act. Employees are entitled to two (2) days of rest per week, to be taken in a continuous fashion if possible, and to two (2) weekends of leave out of every four (4) weekends. All work performed over and above the regular work day or regular work week, as set out in subsection and which is intended only to provide a basis for by the calculation of immediate supervisor, shall be considered as overtime and none of its provisions shall be construed paid at time and one half of the employee’s regular hourly rate of pay. Overtime hours are not counted as regular work hours. All work performed on Saturdays and Sundays and which falls within the weekly work schedule are paid at the regular hourly rate. The Hospital shall endeavour to assign overtime based on seniority by classification and service. Notwithstanding the preceding (subsection employees can not claim overtime on additional hours worked within a given (24) hour period as a guarantee result of any minimum a change in shift requested by himself, changes between daylight saving time and standard time, or maximum a shift exchange with another employee. Where an employee has worked and accumulated approved overtime hours (other than overtime hours relating to paid holidays), such employee shall have the option of electing payment at the applicable overtime rate or time off equivalent to the applicable rate (i.e. where the applicable rate is time and one half, then time off shall be at time and one half). Where an chooses equivalent time off, such time off must be taken within forty-five (45) calendar days of the event, or payment in accordance with the former option shall be made. Overtime premiums and other premiums will not be multiplied, nor accumulated, nor shall additional hours worked be counted as part of the normal work week. Employees are entitled to a minute meal break per shift. Employees are entitled to a minute break for every half day of work, and therefore two (2) fifteen minute breaks per hour shift. Unless the Hospital advises otherwise, employees who report to work as scheduled shall be paid for a of four (4) hours of work at the regular rate of pay. However, it is understood that the Hospital can assign the employee work related to his duties during that four (4)hour period. An employee called back to work will be paid either a minimum of four (4) hours at his regular rate, or weeks of work to any at time and one half for hours actually worked, whichever is greater, unless the four (4) hours overlap the employee’s normal shift as set out in subsection Should that be the case, the employee or to any group of employees. Section 2. Time worked will be paid and one half for the purpose of this Agreement is all hours actually worked until the beginning of his normal shift. The Hospital shall endeavour to post work schedules as early as possible before the period covered by the schedule. The posting period may be as long as a maximum of four (4)weeks and paid leave, excluding paid time used for sick leave purposes and unscheduled comp time leave. Section 3. Eligible employees, as defined by FLSA, shall be compensated no less than two (2) weeks. When a schedule is changed without at least twenty-four (24) hours notice, the employee shall be paid at time and one half of his regular hourly rate on the first shift of the new schedule, unless the change in schedule was beyond the reasonable control of the Hospital or was mutually agreed upon between the employee and the Hospital. The Hospital shall not modify the work schedule without advising the employees. An employee who works more than eleven (11) consecutive hours shall be entitled to the normal breaks and meal period during the second shift. He is also entitled to a five dollar ($5.00) meal allowance. There shall be a minimum of sixteen (16) hours between shifts when the shift changes from day shift to evening or night shift. Where such a of sixteen (16) hours is not granted, the employee will be paid at the rate of time and one-one half (1-1/2) in the form of pay or compensatory time off for authorized overtime worked in excess of eight (8) and/or alternate scheduled hours in a day or forty (40) hours in any one (1) workweek. Election of pay or compensatory time off must be declared by the employee when notified of having to work overtime. No application of this Article shall be interpreted to provide for compensation for overtime at a rate exceeding time and one-half (1-1/2). When called back to work on a regularly scheduled day off, an eligible employee will be paid a minimum of the equivalent of two (2) hours at the overtime rate of pay (cash or compensatory time at the employee’s option) computed from when the employee actually begins work. After two (2) hours of work in each such call back instance, the employee shall be compensated at the appropriate rate of pay for time worked. Employees will be given the opportunity to provide input to management when notified that management is adjusting their work schedules within the same workweek for the purpose number of leveling hours the workweek not to exceed forty interval is short of sixteen (4016) hours and avoid overtime liabilityhours. Such input does not abridge management’s right to adjust work schedules. Section 4. The OSFM shall give reasonable notice of any overtime to be worked. Overtime worked will be subject to prior authorization. Prior authorization shall be granted on a case-by-case basis. Section 5. An employee may accrue up to one hundred (100) hours of compensatory time off. At the discretion of the OSFM, accrual above one hundred (100) hours may be paid to the employee or, subject to operating requirements of the OSFM, scheduled off with mutual agreement of the supervisor and the employee, within thirty (30) days of the excess accrual or permitted to remain on the OSFM's official payroll records for a longer period of time and subject to immediate payoff. Section 6. Subject to the operating requirements of the OSFM and in advance of the requested time off, Where an employee shall have his/her choice of scheduling compensatory time off on a first-come, first-served basis. If two (2) or more employees under the same supervisor request the same period of time off on the same day and this conflicts with operating requirements, the employee having the greatest seniority with the Agency shall be granted the time off if the matter cannot be resolved by agreement between the employees concerned. However, an employee shall not be given this length of service consideration more than once in every two (2) years. Compensatory time may be taken in time increments of less than eight (8) hours. Section 7. Employees may request to work an alternate schedule verbally or in writing. Subject to the operating needs of the Agency, the Agency may grant or deny the request for an alternate schedule, in the same method received. Denial by the employee’s immediate supervisor may be appealed by the employee within three (3) work days of receipt of the denial to the next appropriate supervisory level(s). If denial is affirmed, the employee and his/her representative may appeal to the State Fire Marshal within three (3) work days of receipt of the denial for a final decision. Section 8. Sections 1-6 of this Article do not apply to employees exempt from FLSA. Exempt employees shall have a professional workweek that is consistent with the law and the collective bargaining agreement. Section 9. When the employee is required by the agency to travelwork for a third consecutive weekend, the actual travel time shall be considered time worked. Where required travel is outside an employee’s regular work hours (excluding normal commuting time)he will receive overtime pay, the employer may temporarily modify the employee’s weekly schedule without daily overtime or schedule change penalty. Where such schedule modification still results in the need for additional work hours, the employee shall be paid the appropriate rate of pay for all time worked over forty hours in that workweek.except where:

HOURS OF WORK & OVERTIME. Section 111.1 Employees will be required to work an average of forty (40) hours per week in accordance with their normal work schedule. This Article is intended only to provide a basis for the calculation of overtime and none of its provisions The normal work schedule shall be construed as a guarantee of any minimum or maximum hours of five (5) consecutive eight (8) hour shifts. The work or weeks of work period shall start fifteen (15) minutes before hand and end fifteen (15) minutes after their assignment. Employees will be granted one half hour uninterrupted lunch period per shift. 11.2 The Association recognizes that changes in shift assignment may be necessary in order to any employee replace officers who are absent or to any group of employeesmeet operational needs. If a change in shift assignment is required, the affected officers shall be provided as much prior notice as possible. Section 11.3 Exchange of shifts may be requested by one employee to another employee. No exchange shall be granted unless there is mutual agreement between the two (2) parties and shall be subject to the approval of the Chief of Police or his designated representative. Time worked for No additional cost to the purpose of Department should result from this Agreement is all hours actually worked and paid leave, excluding paid time used for sick leave purposes and unscheduled comp time leavepractice. Section 3. Eligible employees, as defined by FLSA, shall be compensated at the rate 11.4 All employees working in excess of time and one-half forty (1-1/240) hours in the form of pay a given work week or compensatory time off for authorized overtime worked in excess of eight (8) and/or alternate scheduled hours per shift shall be entitled to overtime pay at the rate of one and one half (1.5) times the employee's regular hourly rate of pay. Any employee requesting compensation for overtime work must complete an overtime duty request (Form LPD-86-2) stating his/her name, date and completing the form describing the circumstances under which the overtime duty was necessitated. The employee requesting overtime must indicate in a day or forty (40) hours in any one (1) workweek. Election of pay writing his/her preference for payment or compensatory time off. Compensatory time off must is time that has been awarded in lieu of payment for overtime. The request for compensatory time off is a voluntary nature and no employee working overtime shall be declared forced by the employee when notified Department to accept compensatory time off in lieu of having to work payment for overtime. No application Granting and use of this Article compensatory time off shall, however, be at the discretion of the Chief of Police or his designated representative based on the needs of the Department and shall be interpreted to provide for compensation for overtime distributed at a rate exceeding time of one and one-half (1-1/2)1.5) times the overtime hours worked. When called back Compensatory time shall be limited to work on a regularly scheduled day offmaximum of fifty (50) hours per employee. Officers who are assigned to School Resource Officer duties shall, an eligible employee will be paid a minimum with the approval of the equivalent Chief of two Police, be permitted to accumulate a maximum of eighty (2) hours at the overtime rate of pay (cash or compensatory time at the employee’s option) computed from when the employee actually begins work. After two (2) hours of work in each such call back instance, the employee shall be compensated at the appropriate rate of pay for time worked. Employees will be given the opportunity to provide input to management when notified that management is adjusting their work schedules within the same workweek for the purpose of leveling the workweek not to exceed forty (40) hours and avoid overtime liability. Such input does not abridge management’s right to adjust work schedules. Section 4. The OSFM shall give reasonable notice of any overtime to be worked. Overtime worked will be subject to prior authorization. Prior authorization shall be granted on a case-by-case basis. Section 5. An employee may accrue up to one hundred (10080) hours of compensatory time. Any overtime worked by an employee in excess of 50 hours of compensatory time off. At the discretion of the OSFM, accrual above one hundred (100) hours may shall be paid to the employee oremployee. Only actual time worked, subject to operating requirements holiday pay and/or sick leave used as a direct result of employment related injuries will count toward overtime pay at the rate of one and one half times the employee’s hourly rate of pay. “Actual time worked” shall include vacation, compensatory time, injury on duty time, and other forms of recognized leave, but shall not include regular sick leave taken within twenty-four (24) hours of the OSFMovertime shift or at any time during the same payroll period. The Administrative Division Commander shall be responsible for the record keeping of officer's/employee's accrued compensatory time and at the end of each month a record of that accrued time shall be posted. At that time, scheduled any officer/employee questioning his compensatory time off with mutual agreement record should bring the matter to the attention of the supervisor and the Administrative Division Commander. Upon termination of an officer/employee, within thirty (30) days the Chief of Police reserves the excess accrual or permitted right to remain on either pay the OSFM's official payroll records terminating officer/ employee for a longer period of time and subject to immediate payoff. Section 6. Subject to the operating requirements of the OSFM and in advance of the requested time off, an employee shall have his/her choice of scheduling accrued compensatory time off on a first-comeor may, first-served basis. If two (2) or more employees under at his discretion, order the same supervisor request the same period of time off on the same day and this conflicts with operating requirements, the officer/employee having the greatest seniority with the Agency shall be granted to take the time off if the matter cannot be resolved by agreement between the employees concerned. However, an employee shall not be given this length of service consideration more than once in every two (2) years. Compensatory time may be taken in time increments of less than eight (8) hours. Section 7. Employees may request prior to work an alternate schedule verbally or in writing. Subject to the operating needs of the Agency, the Agency may grant or deny the request for an alternate schedule, in the same method received. Denial by the employee’s immediate supervisor may be appealed by the employee within three (3) work days of receipt of the denial to the next appropriate supervisory level(s). If denial is affirmed, the employee and his/her representative may appeal to the State Fire Marshal within three (3) work days of receipt of the denial for a final decisiontermination. Section 8. Sections 1-6 11.5 Time worked on outside details or private work details will not be counted in determining the number of this Article do not apply to employees exempt from FLSA. Exempt employees shall have a professional workweek that is consistent with the law and the collective bargaining agreement. Section 9. When the employee is required by the agency to travel, the actual travel time shall be considered time worked. Where required travel is outside an employee’s regular work hours (excluding normal commuting time), the employer may temporarily modify the employee’s weekly schedule without daily overtime or schedule change penalty. Where such schedule modification still results worked in the need for additional work hours, the employee shall be paid the appropriate rate of pay for all time worked over forty hours in that workweekweek.

HOURS OF WORK & OVERTIME. ‌ Section 1. This Article is intended only to provide a basis for the calculation of overtime and none of its provisions shall be construed as a guarantee of any minimum or maximum hours of work or weeks of work to any employee or to any group of employees. Section 2. Time worked for the purpose of this Agreement is all hours actually worked and paid leave, excluding paid time used for sick leave purposes and unscheduled comp time leave. Section 3. Eligible employees, as defined by FLSA, shall be compensated at the rate of time and one-half (1-1/2) in the form of pay or compensatory time off for authorized overtime worked in excess of eight (8) and/or alternate scheduled hours in a day or forty (40) hours in any one (1) workweek. Election of pay or compensatory time off must be declared by the employee when notified of having to work overtime. No application of this Article shall be interpreted to provide for compensation for overtime at a rate exceeding time and one-half (1-1/2). When called back to work on a regularly scheduled day off, an eligible employee will be paid a minimum of the equivalent of two (2) hours at the overtime rate of pay (cash or compensatory time at the employee’s option) computed from when the employee actually begins work. After two (2) hours of work in each such call back instance, the employee shall be compensated at the appropriate rate of pay for time workedhalf. Employees will be given the opportunity to provide input to management when notified that management is adjusting their work schedules within the same workweek for the purpose of leveling the workweek not to exceed forty (40) hours and avoid overtime liability. Such input does not abridge management’s right to adjust work schedules. Section 4. The OSFM shall give reasonable notice of any overtime to be worked. Overtime worked will be subject to prior authorization. Prior authorization shall be granted on a case-by-case by case basis. Section 5. An employee may accrue up to one hundred eighty (10080) hours of compensatory time off. At the discretion of the OSFM, accrual above one hundred eighty (10080) hours may be paid to the employee or, subject to operating requirements of the OSFM, scheduled off with mutual agreement of the supervisor and the employee, within thirty (30) days of the excess accrual or permitted to remain on the OSFM's official payroll records for a longer period of time and subject to immediate payoff. Section 6. Subject to the operating requirements of the OSFM and in advance of the requested time off, an employee shall have his/her choice of scheduling compensatory time off on a first-first come, first-first served basis. If two (2) or more employees under the same supervisor request the same period of time off on the same day and this conflicts with operating requirements, the employee having the greatest seniority with the Agency shall be granted the time off if the matter cancan not be resolved by agreement between the employees concerned. However, an employee shall not be given this length of service consideration more than once in every two (2) years. Compensatory time may be taken in time increments of less than eight (8) hours. Section 7. Employees may request to work an alternate schedule verbally or in writing. Subject to the operating needs of the Agency, the Agency may grant or deny the request for an alternate schedule, in the same method received. Denial by the employee’s immediate supervisor may be appealed by the employee within three (3) work days of receipt of the denial to the next appropriate supervisory level(s). If denial is affirmed, the employee and his/her representative may appeal to the State Fire Marshal within three (3) work days of receipt of the denial for a final decision. Section 8. Sections 1-6 of this Article do not apply to employees exempt from FLSA. Exempt employees shall have a professional workweek work week that is consistent with the law and the collective bargaining agreement. Section 9. When the employee is required by the agency to travel, the actual travel time shall be considered time worked. Where required travel is outside an employee’s regular work hours (excluding normal commuting time), the employer may temporarily modify the employee’s weekly schedule without daily overtime or schedule change penalty. Where such schedule modification still results in the need for additional work hours, the employee shall be paid the appropriate rate of pay for all time worked over forty hours in that workweek.

HOURS OF WORK & OVERTIME. Section 1. This Article Because of the nature of the Employer’s operation, it is intended only to provide a basis for recognized that employee scheduling requirements and assignments must be determined by the calculation Employer based upon the nature of overtime each event and none of its provisions related considerations. A day is the twenty-four (24) hour period beginning at 12:01 a.m. each day and ending at 12:00 midnight. Eight (8) hours per day shall be construed as a guarantee of any minimum or maximum hours of constitute the normal work or weeks of work to any employee or to any group of employees. Section day. The workweek shall include two (2) consecutive days off. Time worked for the purpose of this Agreement is all hours actually worked and paid leave, excluding paid time used for sick leave purposes and unscheduled comp time leave. Section 3. Eligible employees, as defined by FLSA, All employees shall be compensated at the rate of time and one-half (1-1/2) in the form of pay or compensatory time off for all authorized overtime worked work performed in excess of eight (8) and/or alternate scheduled hours in a day any workday, or forty (40) hours in any one (1) workweek. Election For full- time employees working a four day workweek, overtime will be provided for all authorized work performed in excess of ten (10) hours in any workday or forty (40) hours in any workweek. Overtime compensation shall be in the form of overtime pay at the rate of one and one-half hours for each overtime hour worked. If an employee is authorized to work six (6) or compensatory more consecutive days, crossing into the following regular workweek, overtime pay will be given for all time worked over forty (40) hours until a day off must be declared by is provided. At no time shall an employee’s wages exceed time and one half (1.5x) as a result of these provisions. Section 2. If an employee cannot report to work as scheduled, the employee when notified must call the designated supervisor or message telephone number if the supervisor is unavailable, a minimum of having ninety (90) minutes before their scheduled shift starts. Section 3. Any employee required to return to work overtime. No application with less than nine (9) hours from the end of this Article their last shift shall be interpreted to provide for compensation for overtime paid at a rate exceeding of time and one-half (1-1/2). When called back to work on a regularly scheduled day off, an eligible employee will be paid a minimum 1.5x) for the first hours worked of the equivalent of two their incoming shift until nine (29) hours at have elapsed since the overtime rate end of pay their last shift. This section shall not apply if an employee volunteers to come in with less than nine (cash or compensatory time at the employee’s option) computed from when the employee actually begins work. After two (29) hours of work in each such call back instance, the employee shall be compensated at the appropriate rate of pay for time worked. Employees will be given the opportunity to provide input to management when notified that management is adjusting their work schedules within the same workweek for the purpose of leveling the workweek not to exceed forty (40) hours and avoid overtime liability. Such input does not abridge management’s right to adjust work schedulesbetween shifts. Section 4. The OSFM shall give reasonable notice of any overtime to be worked. Overtime worked will be subject to prior authorization. Prior authorization shall be granted on a case-by-case basis. Section 5. An employee may accrue up to one hundred (100) hours of compensatory time off. At the discretion of the OSFM, accrual above one hundred (100) hours may be paid to the employee or, subject to operating requirements of the OSFM, scheduled off with mutual agreement of the supervisor and the employee, within thirty (30) days of the excess accrual or permitted to remain on the OSFM's official payroll records for a longer period of time and subject to immediate payoff. Section 6. Subject to the operating requirements of the OSFM and in advance of the requested time off, an employee shall have his/her choice of scheduling compensatory time off on a first-come, first-served basis. If two (2) or more employees under the same supervisor request the same period of time off on the same day and this conflicts with operating requirements, the employee having the greatest seniority with the Agency shall be granted the time off if the matter cannot be resolved by agreement between the employees concerned. However, an employee shall not be given this length of service consideration more than once in every two (2) years. Compensatory time may be taken in time increments of less than eight (8) hours. Section 7. Employees may request to work an alternate schedule verbally or in writing. Subject to the operating needs of the Agency, the Agency may grant or deny the request for an alternate schedule, in the same method received. Denial by the employee’s immediate supervisor may be appealed by the employee within three (3) work days of receipt of the denial to the next appropriate supervisory level(s). If denial is affirmed, the employee and his/her representative may appeal to the State Fire Marshal within three (3) work days of receipt of the denial for a final decision. Section 8. Sections 1-6 of this Article do not apply to employees exempt from FLSA. Exempt employees shall have a professional workweek that is consistent with the law and the collective bargaining agreement. Section 9. When the employee is required by the agency to travel, the actual travel time shall be considered time worked. Where required travel is outside an employee’s regular work hours (excluding normal commuting time), the employer may temporarily modify the employee’s weekly schedule without daily overtime or schedule change penalty. Where such schedule modification still results in the need for additional work hours, the employee shall be paid the appropriate rate of pay for all time worked over forty hours in that workweek.

HOURS OF WORK & OVERTIME. Section 1. SECTION 1 This Article is intended only to provide a the basis for the calculation of overtime pay and none of its provisions shall not be construed as limiting or determining the nature of the shift arrangements or the day or hours on which any particular employee shall begin or end, or as a guarantee restriction on the Administration’s right to require work in excess of any minimum or maximum hours of work or weeks of work to any employee or to any group of employeesspecific period. Section 2SECTION 2 For payroll purposes, the work week shall begin on Sunday 12:01 a.m. and continue for seven (7) consecutive days. Time worked for The normal work day is eight (8) hours per day. The normal work week is forty (40) hours per week, Monday thru Friday. During the purpose term of this Agreement no presently employed Unit A employees and no presently employed Unit B employees will have their regular schedule changed to include work on Saturday and Sunday. SECTION 3 It is all hours recognized that work schedules may be established and altered by the Superintendent of Schools, his/her designee, or the Principal of the building involved. If permanent changes in work schedules are contemplated, the Union will be consulted before permanent changes are implemented. SECTION 4 Time actually worked and paid leave, excluding paid time used for sick leave purposes and unscheduled comp time leave. Section 3. Eligible employees, as defined by FLSA, in excess of eight (8) hours per day or in excess of forty (40) hours per week shall be compensated considered as overtime and shall be paid at the rate of time and one-half (1-1/2) in half. When offered an overtime opportunity, the form employees shall have the option of receiving overtime pay or compensatory time off for authorized overtime worked in excess of adjusting their shift, so that the employee can leave after eight (8) and/or alternate scheduled hours of work. Example: a 2:00 pm to 10:00 pm junior custodian is asked to come in a day or forty at 11:00 am (40three (3) hours early). The employee can opt for 3 hours of overtime pay (at time and one-half) or may choose to end their shift at 7:00 pm (subject to the operational needs of the building). Overtime, as defined in any one (1) workweek. Election of pay or compensatory time off must be declared by the employee when notified of having to work overtime. No application of this Article Section 4 above, shall be interpreted to provide for compensation for overtime paid at a rate exceeding of time and one-half (1if worked on Saturday and double-1/2)time if worked on Sunday. When called back to work Time worked on a regularly scheduled day off, an eligible employee will holidays shall be paid a minimum of the equivalent of two (2) hours at the overtime rate of pay (cash or compensatory time at the employee’s option) computed from when the employee actually begins workdouble time. After two (2) hours of work in each such call back instancePaid holidays, the employee shall be compensated at the appropriate rate of pay vacation days, sick days and personal days paid for time worked. Employees will be given the opportunity to provide input to management when notified that management is adjusting their work schedules within the same workweek for the purpose of leveling the workweek but not to exceed forty (40) hours and avoid overtime liability. Such input does not abridge management’s right to adjust work schedules. Section 4. The OSFM shall give reasonable notice of any overtime to be worked. Overtime worked will be subject to prior authorization. Prior authorization shall be granted on a case-by-case basis. Section 5. An employee may accrue up to one hundred (100) hours of compensatory time off. At the discretion of the OSFM, accrual above one hundred (100) hours may be paid to the employee or, subject to operating requirements of the OSFM, scheduled off with mutual agreement of the supervisor and the employee, within thirty (30) days of the excess accrual or permitted to remain on the OSFM's official payroll records for a longer period of time and subject to immediate payoff. Section 6. Subject to the operating requirements of the OSFM and in advance of the requested time off, an employee shall have his/her choice of scheduling compensatory time off on a first-come, first-served basis. If two (2) or more employees under the same supervisor request the same period of time off on the same day and this conflicts with operating requirements, the employee having the greatest seniority with the Agency shall be granted the time off if the matter cannot be resolved by agreement between the employees concerned. However, an employee shall not be given this length of service consideration more than once in every two (2) years. Compensatory time may be taken in time increments of less than eight (8) hours. Section 7. Employees may request to work an alternate schedule verbally or in writing. Subject to the operating needs of the Agency, the Agency may grant or deny the request for an alternate schedule, in the same method received. Denial by the employee’s immediate supervisor may be appealed by the employee within three (3) work days of receipt of the denial to the next appropriate supervisory level(s). If denial is affirmed, the employee and his/her representative may appeal to the State Fire Marshal within three (3) work days of receipt of the denial for a final decision. Section 8. Sections 1-6 of this Article do not apply to employees exempt from FLSA. Exempt employees shall have a professional workweek that is consistent with the law and the collective bargaining agreement. Section 9. When the employee is required by the agency to travel, the actual travel time shall be considered time worked. Where required travel is outside an employee’s regular work hours (excluding normal commuting time), the employer may temporarily modify the employee’s weekly schedule without daily overtime or schedule change penalty. Where such schedule modification still results in the need for additional work hours, the employee shall be paid the appropriate rate of pay for all as time worked over forty hours in that workweekwhen computing overtime.

HOURS OF WORK & OVERTIME. Section 1. This Article is intended only to provide a basis for the calculation of overtime and none of its provisions shall be construed as a guarantee of any minimum or maximum hours of work or weeks of work to any employee or to any group of employees. Section 2. Time worked for the purpose of this Agreement is all hours actually worked and paid leave, excluding paid time used for sick leave purposes and unscheduled comp time leave. Section 3. Eligible employees, as defined by FLSA, shall be compensated at the rate of time and one-half (1-1/2) in the form of pay or compensatory time off for authorized overtime worked in excess of eight (8) and/or alternate scheduled hours in a day or forty (40) hours in any one (1) workweek. Election of pay or compensatory time off must be declared by the employee when notified of having to work overtime. No application of this Article shall be interpreted to provide for compensation for overtime at a rate exceeding time and one-half (1-1/2). When called back to work on a regularly scheduled day off, an eligible employee will be paid a minimum of the equivalent of two (2) hours at the overtime rate of pay (cash or compensatory time at the employee’s option) computed from when the employee actually begins work. After two (2) hours of work in each such call back instance, the employee shall be compensated at the appropriate rate of pay for time worked. Employees will be given the opportunity to provide input to management when notified that management is adjusting their work schedules within the same workweek for the purpose of leveling the workweek not to exceed forty (40) hours and avoid overtime liability. Such input does not abridge management’s right to adjust work schedules. Section 4. The OSFM shall give reasonable notice of any overtime to be worked. Overtime worked will be subject to prior authorization. Prior authorization shall be granted on a case-by-case basis. Section 5. An employee may accrue up to one hundred (100) hours of compensatory time off. At the discretion of the OSFM, accrual above one hundred (100) hours may be paid to the employee or, subject to operating requirements of the OSFM, scheduled off with mutual agreement of the supervisor and the employee, within thirty (30) days of the excess accrual or permitted to remain on the OSFM's official payroll records for a longer period of time and subject to immediate payoff. Section 6. Subject to the operating requirements of the OSFM and in advance of the requested time off, an employee shall have his/her choice of scheduling compensatory time off on a first-come, first-served basis. If two (2) or more employees under the same supervisor request the same period of time off on the same day and this conflicts with operating requirements, the employee having the greatest seniority with the Agency shall be granted the time off if the matter cannot be resolved by agreement between the employees concerned. However, an employee shall not be given this length of service consideration more than once in every two (2) years. Compensatory time may be taken in time increments of less than eight (8) hours. Section 7. Employees may request to work an alternate schedule verbally or in writingschedule. Subject to the operating needs of the Agency, the Agency may grant or deny the request for an alternate schedule, in the same method received. Denial by the employee’s immediate supervisor may be appealed by the employee within three (3) work days of receipt of the denial to the next appropriate supervisory level(s). If denial is affirmed, the employee and his/her representative may appeal to the State Fire Marshal within three (3) work days of receipt of the denial for a final decision. Section 8. Sections 1-6 of this Article do not apply to employees exempt from FLSA. Exempt employees shall have a professional workweek that is consistent with the law and the collective bargaining agreement. Section 9. When the employee is required by the agency to travel, the actual travel time shall be considered time worked. Where required travel is outside an employee’s regular work hours (excluding normal commuting time), the employer may temporarily modify the employee’s weekly schedule without daily overtime or schedule change penalty. Where such schedule modification still results in the need for additional work hours, the employee shall be paid the appropriate rate of pay for all time worked over forty hours in that workweek.

HOURS OF WORK & OVERTIME. Section 1. This Article Because of the nature of the Employer’s operation, it is intended only to provide a basis for recognized that employee scheduling requirements and assignments must be determined by the calculation Employer based upon the nature of overtime each event and none of its provisions related considerations. A day is the twenty-four (24) hour period beginning at 12:01 a.m. each day and ending at 12:00 midnight. Eight (8) hours per day shall be construed as a guarantee of any minimum or maximum hours of constitute the normal work or weeks of work to any employee or to any group of employees. Section day. The workweek shall include two (2) consecutive days off. Time worked for the purpose of this Agreement is all hours actually worked and paid leave, excluding paid time used for sick leave purposes and unscheduled comp time leave. Section 3. Eligible employees, as defined by FLSA, All employees shall be compensated at the rate of time and one-half (1-1/2) in the form of pay or compensatory time off for all authorized overtime worked work performed in excess of eight (8) and/or alternate scheduled hours in a day any workday, or forty (40) hours in any one (1) workweek. Election For full-time employees working a four day workweek, overtime will be provided for all authorized work performed in excess of ten (10) hours in any workday or forty (40) hours in any workweek. Overtime compensation shall be in the form of overtime pay at the rate of one and one-half hours for each overtime hour worked. If an employee is authorized to work six (6) or compensatory more consecutive days, crossing into the following regular workweek, overtime pay will be given for all time worked over forty (40) hours until a day off must be declared by is provided. At no time shall an employee’s wages exceed time and one half (1.5x) as a result of these provisions. Section 2. If an employee cannot report to work as scheduled, the employee when notified must call the designated supervisor or message telephone number if the supervisor is unavailable, a minimum of having ninety (90) minutes before their scheduled shift starts. Section 3. Any employee required to return to work overtime. No application with less than nine (9) hours from the end of this Article their last shift shall be interpreted to provide for compensation for overtime paid at a rate exceeding of time and one-half (1-1/2). When called back to work on a regularly scheduled day off, an eligible employee will be paid a minimum 1.5x) for the first hours worked of the equivalent of two their incoming shift until nine (29) hours at have elapsed since the overtime rate end of pay their last shift. This section shall not apply if an employee volunteers to come in with less than nine (cash or compensatory time at the employee’s option) computed from when the employee actually begins work. After two (29) hours of work in each such call back instance, the employee shall be compensated at the appropriate rate of pay for time worked. Employees will be given the opportunity to provide input to management when notified that management is adjusting their work schedules within the same workweek for the purpose of leveling the workweek not to exceed forty (40) hours and avoid overtime liability. Such input does not abridge management’s right to adjust work schedulesbetween shifts. Section 4. The OSFM shall give reasonable notice of any overtime to be worked. Overtime worked will be subject to prior authorization. Prior authorization shall be granted on a case-by-case basis. Section 5. An employee may accrue up to one hundred (100) hours of compensatory time off. At the discretion of the OSFM, accrual above one hundred (100) hours may be paid to the employee or, subject to operating requirements of the OSFM, scheduled off with mutual agreement of the supervisor and the employee, within thirty (30) days of the excess accrual or permitted to remain on the OSFM's official payroll records for a longer period of time and subject to immediate payoff. Section 6. Subject to the operating requirements of the OSFM and in advance of the requested time off, an employee shall have his/her choice of scheduling compensatory time off on a first-come, first-served basis. If two (2) or more employees under the same supervisor request the same period of time off on the same day and this conflicts with operating requirements, the employee having the greatest seniority with the Agency shall be granted the time off if the matter cannot be resolved by agreement between the employees concerned. However, an employee shall not be given this length of service consideration more than once in every two (2) years. Compensatory time may be taken in time increments of less than eight (8) hours. Section 7. Employees may request to work an alternate schedule verbally or in writing. Subject to the operating needs of the Agency, the Agency may grant or deny the request for an alternate schedule, in the same method received. Denial by the employee’s immediate supervisor may be appealed by the employee within three (3) work days of receipt of the denial to the next appropriate supervisory level(s). If denial is affirmed, the employee and his/her representative may appeal to the State Fire Marshal within three (3) work days of receipt of the denial for a final decision. Section 8. Sections 1-6 of this Article do not apply to employees exempt from FLSA. Exempt employees shall have a professional workweek that is consistent with the law and the collective bargaining agreement. Section 9. When the employee is required by the agency to travel, the actual travel time shall be considered time worked. Where required travel is outside an employee’s regular work hours (excluding normal commuting time), the employer may temporarily modify the employee’s weekly schedule without daily overtime or schedule change penalty. Where such schedule modification still results in the need for additional work hours, the employee shall be paid the appropriate rate of pay for all time worked over forty hours in that workweek.

HOURS OF WORK & OVERTIME. Section 1. This Article is intended only to provide a basis for the calculation of overtime and none of its provisions shall be construed as a guarantee of any minimum or maximum hours of work or weeks of work to any employee or to any group of employees. Section 2. Time worked for the purpose of this Agreement is all hours actually time worked and paid leave, excluding paid time used for sick leave purposes and unscheduled comp time leave. Section 3. Eligible employees, as defined by FLSA, shall be compensated at the rate of time and one-half (1-1/2) in the form of pay or compensatory time off for authorized overtime worked in excess of eight (8) and/or alternate scheduled hours in a day or forty (40) hours in any one (1) workweek. Election of pay or compensatory time off must be declared by the employee when notified of having to work overtime. No application of this Article shall be interpreted to provide for compensation for overtime at a rate exceeding time and one-half (1-1/2). When called back to work on a regularly scheduled day off, an eligible employee will be paid a minimum of the equivalent of two (2) hours at the overtime rate of pay (cash or compensatory time at the employee’s option) computed from ). Call back pay will begin when the employee actually begins work. After two (2) hours of work in each such call back instance, the employee shall be compensated at the appropriate rate of pay for time workedcommences performing assigned duties. Employees will be given the opportunity to provide input to management when notified that management is adjusting their work schedules within the same workweek for the purpose of leveling the workweek not to exceed forty (40) hours and avoid overtime liability. Such input does not abridge management’s right to adjust work schedules. Section 4. The OSFM shall give reasonable notice of any overtime to be worked. Overtime worked will be subject to prior authorization. Prior authorization shall be granted on a case-by-case basis. Section 5. An employee may accrue up to one hundred (100) hours of compensatory time off. At the discretion of the OSFM, accrual above one hundred (100) hours may be paid to the employee or, subject to operating requirements of the OSFM, scheduled off with mutual agreement of the supervisor and the employee, within thirty (30) days of the excess accrual or permitted to remain on the OSFM's official payroll records for a longer period of time and subject to immediate payoff. Section 6. Subject to the operating requirements of the OSFM and in advance of the requested time off, an employee shall have his/her choice of scheduling compensatory time off on a first-come, first-served basis. If two (2) or more employees under the same supervisor request the same period of time off on the same day and this conflicts with operating requirements, the employee having the greatest seniority with the Agency shall be granted the time off if the matter cannot be resolved by agreement between the employees concerned. However, an employee shall not be given this length of service consideration more than once in every two (2) years. Compensatory time may be taken in time increments of less than eight (8) hours. Section 7. Employees may request to work an alternate schedule verbally or in writing. Subject to the operating needs of the Agency, the Agency may grant or deny the request for an alternate schedule, in the same method received. Denial by the employee’s immediate supervisor may be appealed by the employee within three (3) work days of receipt of the denial to the next appropriate supervisory level(s). If denial is affirmed, the employee and his/her representative may appeal to the State Fire Marshal within three (3) work days of receipt of the denial for a final decision. Section 8. Sections 1-6 of this Article do not apply to employees exempt from FLSA. Exempt employees shall have a professional workweek that is consistent with the law and the collective bargaining agreement. Section 9. When the employee is required by the agency to travel, the actual travel time shall be considered time worked. Where required travel is outside an employee’s regular work hours (excluding normal commuting time), the employer may temporarily modify the employee’s weekly schedule without daily overtime or schedule change penalty. Where such schedule modification still results in the need for additional work hours, the employee shall be paid the appropriate rate of pay for all time worked over forty hours in that workweek.

HOURS OF WORK & OVERTIME. Section 1. This Article is intended only to provide a basis for the calculation of overtime and none of its provisions shall be construed as a guarantee of any minimum or maximum hours of work or weeks of work to any employee or to any group of employees. Section 2. Time worked for the purpose of this Agreement is all hours actually time worked and paid leave, excluding paid time used for sick leave purposes and unscheduled comp time leave. Section 3. Eligible employees, as defined by FLSA, shall be compensated at the rate of time and one-half (1-1/2) in the form of pay or compensatory time off for authorized overtime worked in excess of eight (8) and/or alternate scheduled hours in a day or forty (40) hours in any one (1) workweek. Election of pay or compensatory time off must be declared by the employee when notified of having to work overtime. No application of this Article shall be interpreted to provide for compensation for overtime at a rate exceeding time and one-half (1-1/2). When called back to work on a regularly scheduled day off, an eligible employee will be paid a minimum of the equivalent of two (2) hours at the overtime rate of pay (cash or compensatory time at the employee’s option) computed from ). Call back pay will begin when the employee actually begins work. After two (2) hours of work in each such call back instance, the employee shall be compensated at the appropriate rate of pay for time workedcommences performing assigned duties. Employees will be given the opportunity to provide input to management when notified that management is adjusting their work schedules within the same workweek for the purpose of leveling the workweek not to exceed forty (40) hours and avoid overtime liability. Such input does not abridge management’s right to adjust work schedules. Section 4. The OSFM shall give reasonable notice of any overtime to be worked. Overtime worked will be subject to prior authorization. Prior authorization shall be granted on a case-by-by- case basis. Section 5. An employee may accrue up to one hundred (100) hours of compensatory time off. At the discretion of the OSFM, accrual above one hundred (100) hours may be paid to the employee or, subject to operating requirements of the OSFM, scheduled off with mutual agreement of the supervisor and the employee, within thirty (30) days of the excess accrual or permitted to remain on the OSFM's official payroll records for a longer period of time and subject to immediate payoff. Section 6. Subject to the operating requirements of the OSFM and in advance of the requested time off, an employee shall have his/her choice of scheduling compensatory time off on a first-first- come, first-served basis. If two (2) or more employees under the same supervisor request the same period of time off on the same day and this conflicts with operating requirements, the employee having the greatest seniority with the Agency shall be granted the time off if the matter cannot be resolved by agreement between the employees concerned. However, an employee shall not be given this length of service consideration more than once in every two (2) years. Compensatory time may be taken in time increments of less than eight (8) hours. Section 7. Employees may request to work an alternate schedule verbally or in writing. Subject to the operating needs of the Agency, the Agency may grant or deny the request for an alternate schedule, in the same method received. Denial by the employee’s immediate supervisor may be appealed by the employee within three (3) work days of receipt of the denial to the next appropriate supervisory level(s). If denial is affirmed, the employee and his/her representative may appeal to the State Fire Marshal within three (3) work days of receipt of the denial for a final decision. Section 8. Sections 1-6 of this Article do not apply to employees exempt from FLSA. Exempt employees shall have a professional workweek that is consistent with the law and the collective bargaining agreement. Section 9. When the employee is required by the agency to travel, the actual travel time shall be considered time worked. Where required travel is outside an employee’s regular work hours (excluding normal commuting time), the employer may temporarily modify the employee’s weekly schedule without daily overtime or schedule change penalty. Where such schedule modification still results in the need for additional work hours, the employee shall be paid the appropriate rate of pay for all time worked over forty hours in that workweek.

HOURS OF WORK & OVERTIME. Section 1. This Article is intended only to provide a defines the normal hours of work and provides the basis for the calculation of overtime and none of its provisions calculating overtime. It shall not be construed as a guarantee of any minimum hours per week, or maximum of days of work per week, or as a restriction on the scheduling of a longer or shorter work week or work day whenever, in the opinion of the Employer, this required for business reasons. Regular Work Schedule: The normal hours of work or weeks of work to any an employee or to any group of employees. Section 2. Time worked for the purpose of this Agreement is all hours actually worked and paid leave, excluding paid time used for sick leave purposes and unscheduled comp time leave. Section 3. Eligible employees, as defined by FLSA, shall be compensated at the rate of time and one-half (1-1/2) in the form of pay or compensatory time off for authorized overtime worked in excess consist of eight (8) and/or alternate scheduled consecutive hours per day. The normal work week shall consist of forty (40) hours per week, with two (2) consecutive days off per week. Overtime according to the provisions of this Agreement shall be payable after eight (8) hours in a day or forty (40) hours in any one (1) workweek. Election of pay or compensatory time off must be declared by the per week if an employee when notified of having is required to work overtimein excess of the regular work day or regular work week. No application of this Article Employees shall be interpreted granted an unpaid meal break of thirty (30) minutes duration to provide for compensation for overtime be taken near the midpoint of their shift with operational needs taken into consideration. Overtime shall be paid at a rate exceeding of time and one-one half (1-1/2). When called back 1 the regular hourly rate in circumstances where the employee has been required to perform work on a regularly scheduled day off, an eligible employee will be paid a minimum in excess of the equivalent of two (2regular work day or regular work week. The Employer shall pay an employee called in to perform work not continuous with his regular work nor previously scheduled by the Employer, wages for at least four ( 4 ) hours at the overtime rate of pay (cash or compensatory time work at the employee’s option) computed from when regular rate of wages. The Employer reserves the right to require the employee actually begins workwork the four (4) hours. After two The Employee may opt to leave prior to the (24) hours which time he will be paid only for the In addition to their regular wages, a shift premium of work in each such call back instance, the employee forty cents ($0.40) per hour shall be compensated at paid for work performed between the appropriate rate of pay for time worked. Employees will be given the opportunity to provide input to management when notified that management is adjusting their work schedules within the same workweek for the purpose of leveling the workweek not to exceed forty (40) hours and avoid overtime liability. Such input does not abridge management’s right to adjust work schedules. Section 4. The OSFM shall give reasonable notice of any overtime to be worked. Overtime worked will be subject to prior authorization. Prior authorization shall be granted on a case-by-case basis. Section 5. An employee may accrue up to one hundred (100) hours of compensatory time off. At and It is understood that whenever the discretion of the OSFM, accrual above one hundred (100) hours may be overtime rate is paid to the employee or, subject to operating requirements of the OSFM, scheduled off with mutual agreement of the supervisor and the employee, within thirty (30) days of the excess accrual or permitted to remain on the OSFM's official payroll records for a longer period of time and subject to immediate payoff. Section 6. Subject to the operating requirements of the OSFM and in advance of the requested time off, an employee shall have his/her choice of scheduling compensatory time off on a first-come, first-served basis. If two (2) or more employees under the same supervisor request the same period of time off on the same day and this conflicts with operating requirements, the employee having the greatest seniority with the Agency shall be granted the time off if the matter cannot be resolved by agreement between the employees concerned. However, an employee shall not be given this length of service consideration more than once in every two (2) years. Compensatory time may be taken in time increments of less than work beyond eight (8) hours. Section 7. Employees may request to work an alternate schedule verbally or in writing. Subject to the operating needs of the Agency, the Agency may grant or deny the request for an alternate schedule, in the same method received. Denial by the employee’s immediate supervisor may be appealed by the employee within three (3) work days of receipt of the denial to the next appropriate supervisory level(s). If denial is affirmed, the employee and his/her representative may appeal to the State Fire Marshal within three (3) work days of receipt of the denial for a final decision. Section 8. Sections 1-6 of this Article do not apply to employees exempt from FLSA. Exempt employees shall have a professional workweek that is consistent with the law and the collective bargaining agreement. Section 9. When the employee is required by the agency to travel, the actual travel time no additional premium shall be considered time workedpaid. Where required travel is outside an employee’s regular work hours (excluding normal commuting time), Effective November the employer may temporarily modify the employee’s weekly schedule without daily overtime or schedule change penalty. Where such schedule modification still results in the need for additional work hours, the employee shift premium shall be paid forty five cents ($0.45) per hour. Effective November the appropriate rate of pay for all time worked over forty hours in that workweekshift premium shall be fifty cents ($0.50) per hour.